Professional Documents
Culture Documents
Objectives:
To develop the analytical abilities for
understanding the implications of
changes in the manpower situation of a
company and the availability of HR
within the organization and outside, so
as to advise and assist the authorities
concerned in their manpower planning
and development activities.
Objectives:
To enable the students to acquire the
knowledge and skill necessary for
preparing the manpower plan of a
business enterprise, or to understand
such a plan drawn up by the manpower
planning cell of the company.
Evaluation Pattern:
Internal Assessment: 30%
Attendance: 10%
Presentation: 20%
Term End Assessment: 70%
Total: 100%
Topics:
1. Manpower planning
• Objectives (micro and macro levels)
• Benefits, advantages, limitations problems
Personnel Human
Management Resource
Management
Managerial Functions
Operative Functions
Managerial Functions
Planning
Organizing
Directing
Controlling
Operative Functions
Employment
Human Resource Development
Compensation Management
Human Relations
Employment
Human Resource Planning
Recruitment
Selection
Induction
Placement
Human Resource
Development
Performance Appraisal
Training
Management Development
Organization Change & Development
Compensation Management
Job Evaluation
Wage and Salary Administration
Fringe benefits
Human Relations
Motivation
Morale
Job satisfaction
Communication
Grievance & Discipline Procedure
Quality of work life & quality Circles
Objectives of HRM
To create and utilize an able and motivated
workforce.
To accomplish the basic organizational
goals.
To establish and maintain sound
organizational structure.
To establish and maintain working
relationships among all the members of the
organization.
Objectives of HRM
To secure the integration of individual and
groups within the organization by co-
ordination of the individual and group goals
with those of the organization.
To attain an effective utilization of human
resources in the achievement of
organizational goals.
To identify and satisfy individual and group
needs by providing adequate and equitable
wages, incentives, employee benefits and
social security measures for challenging
work, prestige, recognition, security, status
etc.
Objectives of HRM
To maintain high employee morale and
sound human relations by sustaining and
improving the various conditions and
facilities.
To strengthen and appreciate the human
assets continuously by providing training
and development programs.
Objectives of HRM
To consider and contribute to the
minimization of socio-economic evils such
as unemployment, under-employment,
inequalities in the distribution of income and
wealth and to improve the welfare of the
society by providing employment
opportunities to women and disadvantaged
sections of the society etc.
To provide an opportunity for expression
and voice in management.
Objectives of HRM
Personnel Role
Welfare & Counsellor’s Role
Administrative Role
Fire-fighting and Legal Role
Personnel Role
Grievance handling
Settlement of disputes
Handling of disciplinary & legal
matters
Collective bargaining
Joint consultation and participation
Integration of Interest of
Employees and Management:
Employee’s Interest
Management’s Interest
Employee’s Interest
Recognition as an individual
Opportunity for expression and development
Economic security and growth of employees
Interest in work
Safety, healthy working conditions
Acceptable hours of work and adequate
wages
Fair and efficient leadership
Management’s Interest
Lowest unit personnel cost
Maximum productivity of employees
Availability and stability of employees
Loyalty of employees
Co-operation and commitment of employees
High organizational morale
Intelligent initiative of employees
Qualities of Human Resource
Manager
Sense of vocation
Capacity of leadership
Personal Integrity
Sense of Social Responsibility
Dynamic personality
Spontaneity of speech
Facial expressions
Courtesy and social awareness
Personal dignity
Rising Prominence of the Human
Resource Management:
Emphasis on quality
Impact of technology
Liberalization of Indian economy
Privatization of Indian economy
Globalization
Rising Prominence of the Human
Resource Management:
Changes in political philosophy
Trade unionism
Cutthroat competition
International problems
Organization of HR Department
Human Resource Planning
Human resources are regarded as the only
dynamic factor of production. Other factors
like materials, methods, machines, money
etc. are useless without their effective use by
the human resources. Thus, it is logical that
there should be proper manpower or human
resource planning in the organization to use
the other resources effectively.
Human Resource Planning
Planning is one of the basic functions of management
of any organization. In commercial and industrial
undertakings, planning has been focused on profit
making, procurement, production, marketing, quality
control and only most recently, manpower. Manpower
planning has now been recognized as an important
part of the overall planning of any organization.
Without the procurement and maintenance of
adequate number of personnel, it is not possible to
realize the goals of the organization. Manpower
planning is essential to put the plans of the
organization into action for the achievement of its
goals or objectives.
Definitions:
E. W. Vetter, “Human resource planning is
the process by which the management
determines how an organization should move
from its current manpower position to its
desired manpower position to its desired
manpower position. Through planning the
management strives to have the right number
and the right kinds of people at the right
places, a t the right time, to do things which
result in both the organization and the
individual receiving the maximum long-range
benefit”.
Definitions:
E. Geisler, “Manpower planning is the
process including forecasting, developing and
controlling by which a firm ensures that it has
the right number of people and the right kind
of people at the right places, at the right time
doing work for which they are economically
most useful”.
Definitions:
Leon Megginson, “Human resource
planning is an integrated approach to
performing the planning aspects of the
personnel function in order to have a
sufficient supply of adequately developed and
motivated people to perform the duties and
tasks required to meet organizational
objectives and satisfy the individual needs
and goals of organizational members”.
Definitions:
Coleman, “Human resource planning is the
process of determining manpower
requirements and the means for meeting
those requirements in order to carry out the
integrated plan of the organization”.
Nature/Features/Characteristics of
Manpower Planning
Ascertaining manpower needs in number
and kind.
It presents an inventory of existing
manpower of the organization.
Helps in determining the shortfall or surplus
of manpower.
Initiation of various organizational
programmes.
Acquisition, utilization, improvement and
prevention of human resources.
Need/Importance/Advantages/Role of
Human Resource Planning:
It checks the corporate plan of the
organization.
It helps to face the shortage of certain
categories of employees and/or variety of
skills despite the problem of unemployment.
The rapid changes in technology, marketing,
management etc. and the consequent need
for new skills and new categories of
employees.
The changes in organization design and
structure affecting manpower demand.
Need/Importance/Advantages/Role of
Human Resource Planning
The demographic changes like the changing
profile of workforce in terms of age, sex,
education etc.
The government policies in respect to
reservation, child labour, working conditions
etc.
The labour laws affecting the demand for
and supply of labour.
Pressure from trade unions, politicians, sons
of soil etc.
Need/Importance/Advantages/Role of
Human Resource Planning
Introduction of computers, robots etc.
It offsets uncertainty and change and helps
to have right men at right time and in right
place.
it provides scope for advancement and
development of employees through training,
development etc.
It helps to anticipate the cost of salary
enhancement, better benefits etc.
Need/Importance/Advantages/Role of
Human Resource Planning
To foresee the changes in values, aptitude
and attitude of human resources and to
change the techniques of interpersonal,
management etc.
To foresee the need for redundancy and
plan to check it or to provide alternative
employment in consultation with trade
unions, other organizations and government
through remodeling organizational, industrial
and economic plans.
Need/Importance/Advantages/Role of
Human Resource Planning
To plan for physical facilities, working
conditions and volume of fringe benefits like
canteen, schools, hospitals, conveyance,
child care centers, quarters, company stores
etc.
It gives an idea of type of tests to be used
and interview techniques in selection based
on the level of skills, qualifications,
intelligence, values etc. of future human
resources.
Need/Importance/Advantages/Role of
Human Resource Planning
It causes the development of various
sources of human resources to meet the
organizational needs.
It helps to take steps to improve human
resource contributions in the form of
increased productivity, sales, turnover etc.
It facilitates the control of all the functions,
operations, contribution and cost of human
resources.
Factors Affecting Human Resource
Plan
External Factors
Internal Factors
External Factors
Government’s policies
Level of economic development
including future supply of HR
Business environment
Level of Technology
Natural Factors
International Factors
Internal Factors
Policies and strategies of the company
Human resource policy of the company
Formal and Informal groups
Job Analysis
Time Horizons (long term or short term)
Type and quality of information
Company’s production operations policy
Trade Unions
Problems in Human Resource
Planning
Resistance by employer
Resistance by employees
Resistance by trade unions
Uncertainties
Inadequacies of Information system
Identify crisis
Slow and gradual process
Co-ordination with other management
functions
Integration with organizational plans
Process/Procedure/Steps/Stages in
Human Resource Planning:
Existing inventory
Potential losses – temporary/permanent
Potential additions
Process/Procedure/Steps/Stages in
Human Resource Planning:
4. Estimating the net human
resource requirement
Process/Procedure/Steps/Stages in
Human Resource Planning:
5. In case of future surplus – plan
for redeployment, retrenchment
and lay-off
Process/Procedure/Steps/Stages in
Human Resource Planning:
6. In case of future deficit –
forecast the future supply of
human resources from all
sources with reference to plans
of other companies
Process/Procedure/Steps/Stages in
Human Resource Planning:
7. Plan for recruitment,
development and internal
mobility if future supply is more
than or equal to net human
resource requirements
Process/Procedure/Steps/Stages in
Human Resource Planning:
8. Plan to modify or adjust the
organizational plan if future
supply will be inadequate with
reference to future net
requirements.